State of Iowa Employee Handbook

State of Iowa

Employee

Handbook

Issued by:

Iowa Department of Administrative Services

Human Resources Enterprise

July 2023

ii State of Iowa Employee Handbook

Table of Contents

Welcome to Iowa State Government ................................................................................................................ 1

Introduction .............................................................................................................................................. 1

General Employment Information ..................................................................................................................... 2

Probationary Period .................................................................................................................................. 2

Permanent Status ..................................................................................................................................... 2

Merit System Coverage ............................................................................................................................. 2

Armed Services Veterans Employees ........................................................................................................ 2

Work Hours ............................................................................................................................................... 3

Overtime ................................................................................................................................................... 3

Promotion ................................................................................................................................................. 3

Dual Executive Branch Compensation ...................................................................................................... 3

Job Reclassification ................................................................................................................................... 4

Performance Reviews ............................................................................................................................... 4

Safety ........................................................................................................................................................ 4

Employee Personnel Records ................................................................................................................... 5

Management Access to Work Areas ......................................................................................................... 5

Uniforms and Other Clothing .................................................................................................................... 5

Resignation ............................................................................................................................................... 5

Payday and Paychecks ........................................................................................................................................ 6

Paychecks .................................................................................................................................................. 6

Direct Deposit ........................................................................................................................................... 6

Travel Expenses ......................................................................................................................................... 6

Charitable Contributions ........................................................................................................................... 6

Group Benefit Programs .................................................................................................................................... 7

Health Insurance ....................................................................................................................................... 7

Dental Insurance ....................................................................................................................................... 7

Dependent Verification ............................................................................................................................. 7

COBRA ....................................................................................................................................................... 8

Sick Leave Insurance Program (SLIP)......................................................................................................... 8

Life Insurance ............................................................................................................................................ 9

Long-Term Disability Insurance (LTD) ....................................................................................................... 9

Qualified Life Events ................................................................................................................................. 9

iii State of Iowa Employee Handbook

Supplemental Retirement Savings Program ............................................................................................. 9

Flexible Spending Accounts .................................................................................................................... 10

Premium Conversion Plan (Pretax) ......................................................................................................... 10

Other Benefits .................................................................................................................................................. 11

Workers’ Compensation ......................................................................................................................... 11

Iowa Public Employees’ Retirement System (IPERS) .............................................................................. 11

Peace Officers’ Retirement System (PORS) ............................................................................................ 11

Employee Assistance Program ................................................................................................................ 11

Benefit Education and Health and Well-Being Services ......................................................................... 12

Training and Development ..................................................................................................................... 12

Leaves ............................................................................................................................................................... 13

Holidays ................................................................................................................................................... 13

Vacation .................................................................................................................................................. 13

Sick Leave ................................................................................................................................................ 13

Care and Necessary Attention to Family Members; Death in Immediate Family .................................. 14

Military Leave .......................................................................................................................................... 14

Leave without Pay ................................................................................................................................... 14

Donated Leave for a Catastrophic Illness................................................................................................ 15

Jury Duty and Court Leave ...................................................................................................................... 15

Blood Donation, Bone Marrow Donation, and Organ Donation Leave .................................................. 15

Educational Leave and Assistance Program ............................................................................................ 15

Severe Weather and Emergency Closings .............................................................................................. 16

Unauthorized Leave ................................................................................................................................ 16

Family and Medical Leave Act (FMLA) .................................................................................................... 16

FMLA Absence Reporting ........................................................................................................................ 16

Standards of Conduct ....................................................................................................................................... 17

Political Activities .................................................................................................................................... 17

Outside Employment/Selling Goods or Services .................................................................................... 17

Gifts and Gratuities ................................................................................................................................. 17

Use of State Property .............................................................................................................................. 18

Use of Personal Electronic Devices ......................................................................................................... 19

Protection from Reprisal ......................................................................................................................... 19

Disciplinary Actions and Your Rights ................................................................................................................ 20

Progressive Disciplinary Actions ............................................................................................................. 20

iv State of Iowa Employee Handbook

Grievance Procedures ............................................................................................................................. 20

Violations of Rules and Policies .............................................................................................................. 21

Policies.............................................................................................................................................................. 22

Equal Employment Opportunity, Affirmative Action, and Anti-Discrimination Policy ........................... 22

General Statement of Policy ............................................................................................................... 22

Full Policy ............................................................................................................................................ 22

Policy Prohibiting Sexual Harassment ..................................................................................................... 22

General Statement of Policy ............................................................................................................... 22

Full Policy ............................................................................................................................................ 22

Drug-Free Workplace and Substance Abuse Policies ............................................................................. 22

General Statement of Policy ............................................................................................................... 22

Full Policies .......................................................................................................................................... 23

Smoking and Tobacco Use Policy ............................................................................................................ 23

General Statement of Policy ............................................................................................................... 23

Full Policy ............................................................................................................................................ 23

Social Media Policy ................................................................................................................................. 23

General Statement of Policy ............................................................................................................... 23

Full Policy ............................................................................................................................................ 23

Violence-Free Workplace Policy ............................................................................................................. 23

General Statement of Policy ............................................................................................................... 23

Full Policy ............................................................................................................................................ 23

Appendix A: EEO/AA and Anti-Discrimination Policy ....................................................................................... 24

Appendix B: Policy Prohibiting Sexual Harassment ......................................................................................... 29

Appendix C: Drug-Free Workplace Policy ........................................................................................................ 34

Appendix D: Substance Abuse Policy ............................................................................................................... 36

Appendix E: Smoking and Tobacco Use Policy ................................................................................................. 38

Appendix F: Social Media Policy ....................................................................................................................... 40

Appendix G: Violence-Free Workplace Policy .................................................................................................. 42

Acknowledgement of Receipt .......................................................................................................................... 45

1 State of Iowa Employee Handbook

Welcome to Iowa State Government

Whether you are just starting or have been working here for some time, you are an important part of

accomplishing the goals of your agency and of state government. Work in state government can be

challenging as well as personally satisfying.

As a state employee, it is important you present the best possible image to the public. Remember to act

promptly, be courteous, and treat everyone respectfully. How you act as a representative of the State

will make a lasting impression.

Again, welcome to the State’s workforce!

The Iowa Department of Administrative Services

Introduction

This is your employee handbook. This information is based upon Iowa Department of Administrative

Services (DAS) rules and policies. It explains the regulations and policies that govern your employment

as well as the benefits and services to which you are entitled as a state employee. This handbook does

not supersede the provisions of a state-negotiated collective bargaining agreement or DAS

administrative rules, should there be conflicting provisions. Also, individual state agencies may have

more specific policies in place, which augment those contained in this handbook. You should familiarize

yourself with those as well.

If you have any questions, contact your supervisor, your agency’s human resources associate, or DAS-

Human Resources Enterprise (DAS-HRE).

The State of Iowa reserves the right to amend the contents of this handbook at any time without prior

notice. The provisions of this handbook and other policies do not establish contractual rights or

conditions of employment between the State and its employees. Nothing in this handbook constitutes a

waiver of the State’s sovereign immunity.

2 State of Iowa Employee Handbook

General Employment Information

Probationary Period

If you are employed in a permanent, merit-covered position, you will serve a six-month probationary

period. If you are a Peace Officer employed by the Iowa Department of Public Safety, you are subject to

a 12-month probationary period.

Before your probationary period is completed, your supervisor will evaluate your work performance. At

such time, you may be granted permanent status or you may be terminated. There is no right of appeal

if you are terminated during your probationary period. Ask your supervisor or your agency’s human

resources associate if you have any questions regarding your employment status.

Permanent Status

If you successfully complete your probationary period, you obtain permanent status. Permanent status

does not mean you cannot be disciplined or discharged for misconduct, poor job performance, or any

other just cause. Further, permanent status does not guarantee you will not be subject to layoff. (Note:

If you are employed in a permanent position that is exempt from the provisions of the State’s merit

system and any applicable collective bargaining agreements containing just cause discipline and

discharge provisions, you may not be subject to a just-cause standard for discipline or discharge.)

Merit System Coverage

Your position is covered by the State of Iowa’s merit system unless exempted by statute. The merit

system is a system of human resource administration based upon merit principles to govern the

appointment, compensation, promotion, welfare, development, transfer, layoff, removal, and discipline

of its civil employees, and other incidents of state employment. If your position is covered by the merit

system, you may be disciplined or discharged for just cause.

If your position is non-merit (i.e., exempt from the merit system) and your position is not otherwise

covered by collective bargaining agreement or Iowa Code provisions relating to cause or just cause

discipline and discharge, your position is considered at-will and you serve at the pleasure of your

Appointing Authority. This means you may be disciplined or discharged for any lawful reason at any

time without regard to cause or just cause.

Ask your supervisor or your agency’s human resources associate if you have questions about your

employment status.

Armed Services Veterans Employees

After serving a probationary period and if you qualify for veterans preference, you may not be removed

from your position or employment except for incompetency or misconduct. You must be given notice of

the allegations and will be given a hearing. Additionally, there are certain other rights found in Iowa

code Section 35C.

Veterans preference does not apply to situations in which a position is eliminated due to a reduction in

force. Additionally, veterans preference does not apply to certain positions. Ask your supervisor or your

agency’s human resources associate if you have questions regarding your position.

3 State of Iowa Employee Handbook

Work Hours

The standard work schedule for most employees is 40 hours per workweek. In locations with around-

the-clock operations, schedule and days off will vary. In some agencies, employees may be permitted to

use various options, which provide flexibility in scheduling work hours. Your supervisor will explain any

options available to you. Typically, two 15-minute paid rest periods are provided. The first rest period is

generally scheduled during the first half of your workday, and the second rest period in the second half

of your workday. A 30-minute unpaid lunch period will also be arranged by your supervisor.

Overtime

During emergencies or periods requiring extra work, your workweek may be adjusted by your

supervisor. Overtime compensation is paid in accordance with the federal Fair Labor Standards Act,

DAS-HRE rules, and any applicable provisions of a collective bargaining agreement. If you are eligible for

overtime pay, you must have prior approval from your supervisor to work overtime. For specific

information, refer to DAS-HRE rules, an applicable collective bargaining agreement or consult with your

supervisor.

Additionally, if you are an overtime-eligible employee, you may request to accrue compensatory time in

lieu of payment for overtime hours. You may accrue compensatory time up to 80 hours, after which the

time will be paid out to you. For further information regarding compensatory time, please consult DAS-

HRE rules, an applicable collective bargaining agreement or your supervisor for any specific agency

policies.

Promotion

To be considered for promotional opportunities in positions covered by the merit system, you must

apply for the appropriate job class and be included on the DAS-HRE list of eligibles for the class.

DAS-HRE accepts applications for promotion from permanent employees. You may apply online at

https://das.iowa.gov/human-resources/state-employment.

Minimum qualifications for each job classification are listed in the DAS-HRE job class descriptions, which

are available at your local Iowa Workforce Center, at DAS-HRE, or online at

https://das.iowa.gov/human-resources/classification-and-pay.

If you are promoted within your employing agency, you may be required to serve a probationary period

in your new position. This requirement does not affect your permanent status. If you do not perform

satisfactorily in the new position, you may be returned to a position in your former job class. Refer to

the DAS-HRE rules for further information.

Dual Executive Branch Compensation

Pursuant to Iowa Code section 68B.2B, if you accept simultaneous employment with another executive

branch agency, you must file notice of the dual employment with the Iowa Ethics and Campaign Disclosure

Board within 20 business days of accepting the second employment. (This does not apply to service in the

Iowa National Guard or General Assembly.) The form can be found on the Iowa Ethics and Campaign

Disclosure Board website.

In addition, you may not perform work for another state agency which is the same or substantially

similar to the work performed as part of your regular employment duties.

4 State of Iowa Employee Handbook

Job Reclassification

Management may change the duties and responsibilities of your position. If the changes are significant

and assigned permanently, the position may be considered for reclassification to a job class which more

accurately reflects the new duties, if necessary. If a different job class is necessary, it may be to a higher

or lower pay grade, or to a different class in the same pay grade. If your position’s classification is

reviewed, you and your supervisor will be asked to complete the appropriate forms, which will include a

description of your duties.

You or your agency may request a classification review of your position. DAS-HRE may also review your

position’s classification without a formal request from you or your agency. Approval must be obtained

from DAS-HRE (and the Department of Management, if there are budget implications) before a

reclassification can be effective. If you are affected by a reclassification decision and you do not agree

with the decision, you may have the right to file an appeal with the Classification Appeal Committee in

accordance with DAS-HRE rules.

Performance Reviews

If you are a probationary employee, you may receive one or more performance reviews prior to the end

of your first six months of employment. If you are a permanent employee, you will receive job

performance reviews at least once every twelve months. If you do not receive a timely job performance

review, you should request your supervisor complete one with you.

Safety

The State promotes a safe work environment for its employees. It is your duty to work safely.

If you drive or ride in a state vehicle for any reason, you are required to comply with DAS rules and

policies and any applicable traffic laws. For more information, please refer to the Fleet Services Policies

and Procedures Manual at https://das.iowa.gov/procurement/fleet-services/fleet-resources as well as

your agency’s policies and procedures.

You are expected to cooperate in every respect with the State’s safety program, and your agency’s

safety program, to ensure your own safety and the safety of your coworkers, clients, residents, inmates,

and the public. Be sure to familiarize yourself with the emergency procedures for your agency and work

location. You are expected to follow these procedures. Always check with your supervisor if you are in

doubt about any safety factors when performing your assigned duties.

Where required, your agency will provide you with appropriate safety equipment including, but not

necessarily limited to, safety glasses/goggles and footwear. Your agency may, at its discretion, allow you

to be reimbursed for the purchase of certain safety equipment in accordance with State Accounting

Enterprise and agency-specific policies. Consult your supervisor if you have questions regarding safety

equipment.

5 State of Iowa Employee Handbook

Employee Personnel Records

Your agency or the Department of Administrative Services is responsible for maintaining your personnel

records in accordance with DAS-HRE rules and policies. Your personnel file includes payroll documents,

insurance applications, beneficiary designations, performance plans and evaluations, and other

documents pertinent to employment.

You have the right to access the information in your own personnel file during business hours. If you

wish to review your personnel file, you must arrange a time which is convenient to your agency. You

may be charged the actual cost of copying your records, but not more than $5.00.

Management Access to Work Areas

You will be provided a suitable work area and certain materials, equipment, and tools to facilitate the

performance of your job. Such materials, equipment, and tools are to be used for business or work-

related purposes only. Management has the right of access to all work areas at any time. This includes,

but is not limited to, your work area, state vehicles, desk drawers, file cabinets, storage areas,

passwords, mail, e-mail, keys, lockers, state-issued phones, and computer data and information. As

such, you have no right to expect privacy in your work area. Your purses or briefcases are not, under

normal circumstances, considered work-related areas.

If you are given keys to locked work areas or passwords to computer data or information, you are

hereby given notice this action does not create an expectation of privacy.

You may be provided keys, access badges, or passwords at the discretion of management to preserve

confidentiality or to protect state property from unauthorized access. You may not install or change

locks or combinations installed on equipment provided by the State without prior written supervisory

approval. Failure to exercise due care and diligence in the use and protection of state-issued

equipment, including keys, access badges, or passwords, can be grounds for disciplinary action up to and

including discharge.

Uniforms and Other Clothing

Your agency will provide you with a uniform if it requires you to wear one. Unless your agency

maintains a policy regarding uniform laundering, employees will launder their own garments without

compensation from your agency. Your agency will determine the number of uniforms or uniform items

you are provided, as well as the frequency with which they are replaced.

Your agency will also provide you with cold weather clothing if your job regularly requires outdoor work

during cold winter months. Your agency may, at its discretion, allow you to be reimbursed for the

purchase of certain cold weather clothing in accordance with State Accounting Enterprise and agency-

specific policies. Consult your supervisor if you have questions regarding uniforms and cold weather

clothing.

Resignation

In order to resign or retire in good standing, you must give at least a 14-calendar-day written notice to

your supervisor prior to your departure. In accordance with DAS-HRE rules, if you fail to give this prior

written notice, you may be barred from certification or appointment for a period of up to two years.

6 State of Iowa Employee Handbook

Payday and Paychecks

Paychecks

Your paycheck (payslip) is distributed every other Friday, unless the payday falls upon a state holiday.

Federal and state income taxes, Social Security (FICA), mandatory wage withholding, and retirement

system contributions will be deducted from your check as required by law. Other voluntary deductions

will be made only at your request. These could include: health, dental, and supplemental life insurance

premiums; credit union deductions; deferred compensation deductions; voluntary insurance

deductions; and flexible spending deductions.

You can view your payslip information online in the Iowa human resources management system,

Workday. The payslip contains information concerning an employee’s wage payments, deductions, and

state-share amounts paid on behalf of the employee. It also contains leave accruals, usages, balances,

and tax status information. This electronic document replaces the paper “pay stub." You can access

your payslip through the Workday application on a computer or mobile device. Your agency’s human

resources associate can provide you with further details.

Direct Deposit

Direct deposit is a safe and efficient way of handling your paycheck. You are encouraged to have your

net pay deposited directly to an account at the participating financial institution of your choice. Your

agency’s human resources associate has the forms you will need to enroll in this program. If you were

employed after July 1, 2009, you may be required to directly deposit your paycheck.

Travel Expenses

If you are required to travel on state business, please refer to State Accounting Enterprise policies and

guidelines located at https://das.iowa.gov/state-accounting – as well as your agency’s policies and

procedures – for information regarding travel reimbursement rates and use of state vehicles.

Reimbursement for travel expenses is processed through the State’s accounting system and paid on a

State of Iowa warrant, which is separate from your payslip.

Charitable Contributions

You may voluntarily participate in the annual One Gift Campaign. Through payroll deductions, you may

designate contributions to the charities of your choice from the list of participating charities. Your

agency’s human resources associate can provide you with further details.

7 State of Iowa Employee Handbook

Group Benefit Programs

Health Insurance

If you work at least 20 hours per week, you may participate in the State’s group health plans. If both

you and your spouse are employed by the State, you and your spouse can enroll under the same family

coverage. You cannot be covered as both an employee and a dependent under the State’s health

benefit plans. The portion of the premium paid by the State and the portion paid by you depend upon

the number of hours you work and the health plan selected. If you are covered by the State Police

Officers Council (SPOC) collective bargaining agreement, you have a separate group health plan.

Contact your agency’s human resources associate to determine your eligibility and to determine the

State’s premium contribution in your particular situation.

You must enroll within 30 days after your date of employment. (Note: This is the only time you may

enroll unless an applicable collective bargaining agreement provides otherwise, or you experience a

qualified life event.) Your coverage will become effective the first day of the calendar month following

the day you complete one month of continuous employment. If the first day of your employment is the

first working day of the month, your coverage will be effective the first day of the next month.

If you do not enroll when you are first eligible for health benefits, you may enroll during an annual

enrollment and change period or 30 days following a qualified life event (60 days in the case of birth or

adoption). Your benefit elections remain in effect through the end of the calendar year. More

information is included in the Qualified Life Events section of this handbook.

Dental Insurance

If you work at least 20 hours per week, you are eligible to enroll in the State of Iowa’s dental insurance

program. The State pays all or part of a single policy monthly premium, depending upon the number of

hours the employee works. If both you and your spouse are employed by the State, you and your

spouse may enroll under the same family coverage. You cannot be covered as both an employee and a

dependent under the State’s dental benefit plans. The portion of the family premium paid by the State

and the portion paid by you depends upon the number of hours you work. If you are covered by the

State Police Officers Council (SPOC) collective bargaining agreement, you have a separate group dental

plan.

You must enroll within 30 days after your date of employment. (Note: This is the only time you may

enroll unless an applicable collective bargaining agreement provides otherwise, or you experience a

qualified life event.) Your coverage will become effective the first day of the calendar month following

the day you complete one month of continuous employment. If the first day of your employment is the

first working day of the month, your coverage will be effective the first day of the next month.

You must make any qualified life event changes within 30 days of the event (60 days in the case of birth

or adoption); see the Qualified Life Events section of this handbook for more details.

Dependent Verification

DAS-HRE maintains and verifies the eligibility status of you and your family members for purposes of

insurance coverage. You may be asked to provide certain documentation to verify dependent eligibility.

8 State of Iowa Employee Handbook

In the event this information is requested by DAS-HRE and all necessary form(s) are not completed and

returned within the required timeframes, your dependent(s) may be terminated from the State’s plan.

COBRA

If you leave state employment or have certain “qualified events,” the federal Consolidated Omnibus

Budget Reconciliation Act (COBRA) provides for continuation of health and dental benefits coverage to

you and/or your eligible family members at the group premium rate after coverage with the State ends.

The State’s share of the premium payment for your health and dental benefits will cease at the end of

the month in which the qualifying event occurs and you will be responsible for full payment of the

premium. COBRA coverage begins the first of the month following the qualifying event. The COBRA

election period ends 60 days from the later of:

• The date coverage would otherwise end; or

• The date of the “COBRA Notification/Election Form.”

If you divorce, reduce hours, or have a dependent who is no longer eligible for coverage, you must notify

your agency’s human resource associate within 60 days following the event so the COBRA information

can be sent to you. COBRA rights will not be extended to a domestic partner or his/her children.

Please visit https://das.iowa.gov/human-resources/employee-and-retiree-benefits/cobra to view the general

notice of COBRA Continuation Coverage Rights or request a printed copy from your agency’s human resources

associate.

Sick Leave Insurance Program (SLIP)

The Sick Leave Insurance Program (SLIP) offers retirement-eligible employees an option for using all or

part of their unused sick leave balance to pay the state share of their group health insurance premiums

after they retire. Pursuant to Iowa Code section 70A.23(3)c, payment of health insurance premiums will

continue until:

• The available value of sick leave is exhausted, or

• The retiree becomes eligible for Medicare (age 65, or earlier, if approved for Social Security

Disability), or

• The retiree dies, or

• The retiree returns to state government in a permanent full- or part-time position. (In this

case, the returning retiree forfeits any remaining benefits.)

Executive branch state employees are eligible for the SLIP program, except elected officials, Board of

Regents employees, and employees represented by the SPOC union. A similar program is offered to

employees represented by the SPOC union.

For program information, visit the SLIP website at https://das.iowa.gov/human-resources/employee-

and-retiree-benefits/retirees/sick-leave-insurance-program-slip, or consult the DAS-HRE rules and any

applicable collective bargaining agreement.

9 State of Iowa Employee Handbook

Life Insurance

The State provides basic group term life insurance to you if you are regularly scheduled to work at least

30 hours per week. Additional supplemental life insurance is available at your expense. Supplemental

life insurance premiums are paid through payroll deduction. You may enroll for the guaranteed issue

coverage available to you without evidence of insurability if you enroll within 30 days after your

employment date.

You cannot make changes to your supplemental life insurance until the annual enrollment and change

period, unless you have a qualified life event. You must provide evidence of insurability and be

approved for coverage by the life insurance carrier before any increase becomes effective. Visit

https://das.iowa.gov/human-resources/employee-and-retiree-benefits/employees/group-

insurance/life-insurance/life for more information.

Long-Term Disability Insurance (LTD)

Long-term disability insurance is provided if you are regularly scheduled to work at least 30 hours per

week. A monthly benefit is paid for approved claims starting 90 workdays following your date of

disability or after you have exhausted all of your unused sick leave, whichever is later. You are eligible

for benefits when you are disabled due to injury either on or off the job or due to a serious illness. Visit

https://das.iowa.gov/human-resources/employee-and-retiree-benefits/employees/group-

insurance/long-term-disability-ltd for more information.

Qualified Life Events

When you enroll in benefits, your benefit election remains in effect through the end of the calendar

year. You cannot change your benefit elections outside the annual enrollment and change period,

unless you experience a qualified life event which is consistent with the type of change you wish to

make to your benefits.

Qualified events are defined by Internal Revenue Code section 125, based upon individual circumstances and

plan eligibility. The list may not apply to every benefit plan. Please see the life event matrix on the State of

Iowa benefits website at https://das.iowa.gov/human-resources/employee-and-retiree-

benefits/employees/group-insurance/health-dental-insurance-1, or ask your agency’s human resources

associate for more details.

Supplemental Retirement Savings Program

The State’s supplemental retirement program is called the Retirement Investors’ Club (RIC). RIC

contains three plans: 457, 401a, and 403b (Department of Education employees only). The program is

voluntary and is designed to supplement IPERS and Social Security benefits at retirement. To be eligible

for the 457/401a plans, you must be a permanent or probationary employee normally scheduled to

work at least 20 hours per week or have a fixed annual salary. There are no eligibility requirements for

the 403b plan.

While you are participating in RIC, payroll deductions in the amount you choose (up to the federal

maximums) are taken from your check and deposited into an account in your name. You may make

contributions on a pre-tax or post-tax (Roth) basis. The State will match contributions to your 457 plan

up to a maximum amount each month and place the funds in a 401a account in your name for your

exclusive benefit. There is no match for your 403b plan.

10 State of Iowa Employee Handbook

Enrollment is always open and you may change your contribution amount and investment selection at

any time. You may direct your contributions to a number of competitive investments, including mutual

funds, variable annuities, and fixed rate accounts. For more information, visit RIC’s website at

https://das.iowa.gov/RIC or call 1-866-460-4692.

Flexible Spending Accounts

Flexible Spending Accounts (FSAs) let you pay for certain health (Health FSA) and dependent care

expenses (Dependent Care FSA) with tax-free dollars.

To be eligible, you must be a non-temporary employee who works at least 1,040 hours per calendar

year.

This benefit saves you money by reducing your taxable income and increasing your spendable income.

You may contribute to one or both of the State’s FSA accounts with pretax dollars and then you are

reimbursed for qualifying expenses for you and your family. Pretax dollars are not subject to state,

federal, or FICA taxes.

You may enroll within 30 days of your employment with the State or during the annual enrollment and

change period. You must re-enroll every year in health and/or dependent care flexible spending.

Changes can only be made during the enrollment and change period or at the time of a qualified life

event. Contact your agency’s human resources associate for more information, or visit the FSA website

at https://das.iowa.gov/human-resources/employee-and-retiree-benefits/employees/additional-

benefits/flexible-spending.

Premium Conversion Plan (Pretax)

You are eligible to participate in the Premium Conversion Plan (Pretax) if you work at least 20 hours per

week (1,040 hours per calendar year). Pretax dollars may be used to pay for your share of health,

dental, and supplemental life insurance while saving money on income and FICA taxes. This means

insurance premiums are deducted from your salary before taxes are calculated. Please note, since you

do not pay FICA on your insurance premiums, those amounts are not included in your wages for Social

Security calculations.

You are automatically enrolled in Pretax when hired by the State. Changes in participation in Pretax can

be made only during the annual enrollment and change period or within 30 days of a qualified life event.

If you are a newly hired employee and do not want to participate, you must complete a form within 30

days of your employment date. Contact your agency’s human resources associate for more information.

11 State of Iowa Employee Handbook

Other Benefits

Workers’ Compensation

Workers’ compensation benefits are provided to you by law. Under workers’ compensation, you may be

eligible for wage replacement and medical care. You must immediately report on-the-job injuries to

your supervisor. An injury form (First Report of Injury) must be completed. Your agency may have other

forms to complete to assist in accident investigation and injury prevention.

Workers’ compensation is designed to compensate you for work-related injuries and illnesses only. You

should submit reimbursement for personal medical conditions to your group insurance carrier. Keep

your supervisor informed of your progress if you are off work. Work with your agency to make

arrangements for returning to your job as soon as possible.

Iowa Public Employees’ Retirement System (IPERS)

Public employment provides most employees with regular membership coverage under the Iowa Public

Employees’ Retirement System (IPERS). Your employer is required to deduct a specified amount from

your gross pay. Your deduction is contributed on a pretax basis for federal and state income tax

purposes. (Pretax contributions lower your taxable income.) In addition, your employer contributes a

specified amount to IPERS on your behalf.

Even if you do not retire under IPERS, the contributions you make will always be your money. If you

leave public employment before retirement age, you may withdraw your contributions and any

accumulated interest, or you may leave them in your account and retire when you reach 55. If you are a

vested member who receives refunds, you will also receive a portion of your employer’s contributions

and accumulated interest. You may put the money into another retirement plan or into your own

savings.

For more information, contact IPERS at 515-281-0020 or 1-800-622-3849 (Monday – Friday, 7:30 a.m. –

5:00 p.m.), visit www.ipers.org, or e-mail inf[email protected].

Peace Officers’ Retirement System (PORS)

If you are a peace officer in the Iowa Department of Public Safety, you are provided coverage under the

Peace Officers' Retirement System (PORS). Upon retirement, you are eligible for PORS, which has

specific provisions regarding your sick leave balance. Contact your agency’s human resources associate

for more information.

Employee Assistance Program

The Employee Assistance Program (EAP) provides professional consultation and referral services, short-

term counseling, and life coaching to assist you with a broad range of personal problems, including

substance abuse, family or marital problems, financial concerns, career issues, and emotional problems.

The services provided by the EAP are confidential and offered at no initial cost to you. The EAP is

intended to promote a healthy and productive workforce.

12 State of Iowa Employee Handbook

A brochure describing EAP services is available from your agency’s human resources associate. For more

information, please see the following link: https://das.iowa.gov/human-resources/healthy-

opportunities/employee-assistance-program.

Benefit Education and Health and Well-Being Services

If you have questions about your State of Iowa benefits, DAS-HRE provides a user-friendly website at

https://das.iowa.gov/human-resources/employee-and-retiree-benefits/employees. Here you will find

information about your benefits, a Benefits-at-a-Glance resource, program and provider summaries and

comparisons, and educational sessions on benefit-related topics.

As a State of Iowa employee, you also have access to a variety of health and well-being services, found

at https://das.iowa.gov/human-resources/wellness. These services include:

• Discounts to a variety of fitness centers throughout the state.

• Different health events, such as flu vaccines, throughout the year.

• Opportunities through the Healthy State of Iowa Employees initiative.

• Livongo®, a CDC-recognized Diabetes Prevention Program.

• Doctor on Demand® Behavioral Health Coaching.

Training and Development

Performance & Development Solutions (PDS), through DAS-HRE, provides training opportunities to help

you improve skills, knowledge, and abilities to improve performance and prepare for career

advancement. From technical skills, such as computer classes and accounting, to supervision and

management, to customer service and communication, PDS offers face-to-face workshops, online

training, and special sessions. Course schedules and program descriptions can be accessed online at

https://das.iowa.gov/human-resources/training-and-development. To register, contact your supervisor

or training liaison.

13 State of Iowa Employee Handbook

Leaves

Holidays

Holidays are granted to you if you are eligible to accrue vacation and sick leave pursuant to Iowa Code

chapter 1C, applicable collective bargaining agreement, and the DAS-HRE rules. The value of the holiday

for full-time employees shall be eight hours or the number of hours you are scheduled to work during

the holiday, whichever is greater. The value of the holiday for part-time employees shall be based on

the number of hours in pay status during the pay period in which the holiday falls. If you work Monday-

Friday, holidays which fall upon a Saturday will be observed the preceding Friday; holidays which fall

upon a Sunday will be observed the following Monday.

Vacation

Your vacation accrual rates vary with years of service. If you are a full-time employee, you will accrue

vacation in accordance with the following schedule:

1-4 years of service

80 hours (10 days) per year

5-11 years of service

120 hours (15 days) per year

12-19 years of service

160 hours (20 days) per year

20-24 years of service

176 hours (22 days) per year

25+ years of service

200 hours (25 days) per year

Two unscheduled holidays are added to your vacation accrual rates each year. If you are a part-time

employee, vacation accrues upon a prorated basis. If you are a temporary employee, you do not accrue

vacation.

You can accrue vacation up to twice your annual entitlement plus any unused sick leave conversion. You

may not take vacation in excess of the number of hours accrued. Your vacation hours are not available

for use until the pay period after it is accrued.

You may utilize unused vacation leave with your supervisor’s prior approval. Consult with your

supervisor regarding any agency vacation leave policy which may be applicable to you. If you terminate

your employment, you will be paid a lump sum for your accrued, unused vacation. Vacation shall not be

granted after your last day at work.

Consult the DAS-HRE administrative rules, an applicable collective bargaining agreement, or contact

your agency’s human resources associate for more information.

Sick Leave

Your sick leave accrual is determined by your sick leave balance as provided for in Iowa Code section

70A.1 or an applicable collective bargaining agreement. If you are a part-time employee, you accrue

prorated amounts of sick leave based upon the number of hours for which you are paid. Temporary

employees do not earn sick leave.

If you are a full-time employee, you will accrue sick leave based upon your accumulated sick leave

balance in accordance with the following schedule:

14 State of Iowa Employee Handbook

Balance of 0-750 hours

12 hours (1 ½ days) per month

Balance of 750 hours-1,500 hours

8 hours (1 day) per month

Balance of over 1,500 hours

4 hours (1/2 day) per month

If you are covered by a collective bargaining agreement, you may accrue sick leave at a different rate.

See your collective bargaining agreement for accrual rates.

You may use sick leave for personal illness, medical appointments or other reasons as provided for in

Iowa Code section 70A.1, DAS-HRE rules or an applicable collective bargaining agreement. You must

comply with your agency’s requirements for reporting your absence from work and receive appropriate

supervisory approval. You may be required to provide a doctor’s certificate or other verification. You

are expected to use this benefit only for its intended purposes.

If you are a permanent employee who has accumulated a minimum of 30 days (240 hours) of sick leave

and you have not used sick leave during the previous calendar month, you may convert sick leave to

vacation leave. Consult your agency’s human resources associate for more information regarding sick

leave conversion.

If you are approved for a retirement benefit under the Iowa Public Employees' Retirement System

(IPERS) and retire from employment, your sick leave balance will be converted to a cash equivalent at

your current hourly rate and will be paid to you up to a maximum of $2,000 upon retirement. The

remaining converted balance may be used for the Sick Leave Insurance Program. Certain collective

bargaining agreements may provide otherwise. Consult the applicable collective bargaining agreement,

DAS-HRE rules, or see your agency’s human resources associate for more information.

Care and Necessary Attention to Family Members; Death in Immediate Family

You may utilize 40 hours of sick leave for the temporary care of or necessary attention to members of

your immediate family, or when a death occurs in your immediate family. Special conditions and time

limits may apply in accordance with DAS-HRE rules. Certain collective bargaining agreements may

provide otherwise. Consult the applicable collective bargaining agreement, DAS-HRE rules, or see your

agency’s human resources associate for more information.

Military Leave

If you are called for military duty as a member of the National Guard, organized reserve, or any

component part of the military of the State of Iowa or the United States and are a non-temporary

employee, you will be paid your regular salary for time spent on military leave for up to 30 days per

calendar year. You must provide proper notice to your supervisor and your agency’s human resources

associate.

Consult your human resources associate for information regarding your other benefits while on military

leave.

Leave without Pay

You may be granted leave without pay for any reason considered acceptable by your agency. You must

submit a request for leave without pay in writing and receive prior written approval before going on

leave. Other requirements or stipulations may also apply. Consult your supervisor for further

information.

15 State of Iowa Employee Handbook

Donated Leave for a Catastrophic Illness

You may be eligible to donate or receive donated leave (vacation) hours for a catastrophic illness. A

“catastrophic illness” means a physical or mental illness or injury of the employee or the employee’s

immediate family member as certified by a licensed physician which will result in the inability of the

employee to report to work for more than 30 workdays based upon a consecutive or intermittent basis.

In order to be eligible to receive donated leave, you must have exhausted all other types of paid leave.

Contributions shall be designated as “donated leave” and shall be subject to DAS-HRE rules, policies, and

procedures.

Jury Duty and Court Leave

If you are called for jury duty or subpoenaed as a witness in a court proceeding, you may be paid for the

time you must be in court. This provision does not apply to actions in which you are a party in a court

proceeding which is unrelated to your state employment. In order to receive full pay, you must pay to

your agency’s accounting office any compensation you receive from the court (except for travel, parking,

food, and lodging expense reimbursements). If you elect to use vacation leave, you are entitled to keep

any compensation received from the court. If you are directed to appear as a witness by your agency, all

time spent shall be considered to be worktime. Consult your supervisor or your agency’s human

resources associate for further information.

Blood Donation, Bone Marrow Donation, and Organ Donation Leave

You may be granted a paid leave of absence up to two (2) consecutive hours in a workday, four (4) times

per fiscal year for the purpose of blood donation. Such leave is without loss of pay, vacation time,

personal days, sick leave, insurance and health coverage benefits, or earned overtime accumulation.

You must provide written verification from a physician or facility involved with the blood donation.

You may be granted a paid leave of absence for the purpose of bone marrow or organ donation. Such

leave is without loss of length of service credit, pay, vacation time, personal days, sick leave, insurance

and health coverage benefits or earned overtime accumulation. If you serve as a bone marrow donor,

you can be granted up to five workdays of leave. You must provide written verification from a physician

or hospital involved with the bone marrow donation that you will serve as a bone marrow donor. If you

serve as a vascular organ donor, you can be granted up to 30 workdays of leave. You must provide

written verification from a physician or hospital involved with the vascular organ donation that you will

serve as a vascular organ donor.

Educational Leave and Assistance Program

Educational opportunities, such as workshops, seminars, or conferences, may be available to you.

Attendance-related fees may be paid by your agency, with the approval of the supervisor and in

accordance with DAS-HRE rules or applicable collective bargaining agreement. Fees for academic work

undertaken by you at an educational institution may be approved by DAS-HRE for reimbursement by

your agency, provided:

• Course work is job related;

• Expenses (tuition and books) are approved by the agency director and DAS-HRE prior to course

enrollment;

• Course work is successfully completed (“C-“ grade for undergraduate courses and “B-“ grade

for graduate courses); and

16 State of Iowa Employee Handbook

• Funds are available.

Educational leave, with or without pay, may also be granted to you at the discretion of your agency. You

may be granted educational leave to develop skills which will improve your ability to perform state job

responsibilities or to provide training and developmental opportunities which will enable your agency to

better meet staffing needs. Educational leave:

• May be a full or partial absence from the job;

• May include financial assistance; and

• Must be requested in writing on an "Application for Education Leave and/or Education

Financial Assistance" form, available online at

https://das.iowa.gov/sites/default/files/hr/documents/MS_manual/552-

0304_educ_leave_assistance.doc or from your training liaison.

For more information, contact your supervisor or your agency’s human resources associate.

Severe Weather and Emergency Closings

Procedures exist which provide guidance when inclement weather conditions or other emergencies

cause an agency (or one of its offices or facilities) to be closed, or when travel is not recommended. The

Severe Weather/Emergency Evacuation Policy is available online at

https://das.iowa.gov/sites/default/files/hr/documents/MS_manual/severe_weather_policy.pdf.

Unauthorized Leave

If you are absent from duty for three consecutive workdays without proper notification and

authorization, you may be considered to have voluntarily terminated your employment. All absences

from work must be authorized by your supervisor.

Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act of 1993 (FMLA) requires covered employers to provide unpaid job-

protected leave to eligible employees for certain family and medical reasons, and for certain reasons

due to the military service of a covered family member. FMLA is not an additional type of leave; it is job

protection for you to use paid or unpaid FMLA leave. You may be required to exhaust all paid leave

before unpaid leave is granted. For more information on FMLA, visit the DAS website at

https://das.iowa.gov/human-resources/employee-and-retiree-benefits/employee-benefits/managing-

your-leaves-absence/fmla. By providing this information concerning FMLA, in no manner or respect

does the State waive its sovereign immunity.

FMLA Absence Reporting

All absences related to an approved FMLA certification for your own medical condition, your family

member’s medical condition, and/or military duty must be reported to the DAS-HRE Leave

Administration group. In addition, you must also report your absences to your agency in accordance

with your agency’s absence reporting requirements.

17 State of Iowa Employee Handbook

Standards of Conduct

Political Activities

You have the right to express your individual opinions on political issues and candidates. You may not

express political opinions when expression may be in violation of the law or when the expression would

substantially or materially interfere with the performance of your duties. Additionally, you are

prohibited from engaging in political activity during scheduled work hours or when using state

equipment. These activities include, but are not limited to, soliciting or receiving political contributions,

promising or using influence to secure public employment as a reward for political activity, or

discriminating based upon political activity. Political buttons or other insignia may be worn if you have

minimal contact with the public and the buttons do not constitute a safety risk. In certain situations,

agencies may have additional work rules regarding the wearing of political buttons or other insignia.

If you are working in connection with a program financed in whole or in part by federal funds, you may

be covered by the provisions of the federal Hatch Act. If you are covered by the Hatch Act, you shall not

be a candidate for public office in a partisan election, may not use official authority for the purpose of

interfering with or affecting the results of an election or a nomination for office, and shall not directly or

indirectly solicit or coerce contributions from subordinates in support of a political party or candidate. If

you have questions concerning your status under the Hatch Act, you may request an advisory opinion by

writing to:

US Merit Systems Protection Board

Central Regional Office

230 South Dearborn Street, 31

Floor

Chicago, IL 60604

1-312-353-2923

Outside Employment/Selling Goods or Services

If you are considering outside employment, you should refer to your agency’s policies and procedures

and Iowa Code section 68B.2A. Your outside employment must not conflict with the interests of your

agency or interfere with the performance of your job duties with the State. Your outside work may not

involve the dissemination of official information not generally available to the public or to other

employees.

If you are employed by a state regulatory agency, you may not sell any goods or services to individuals,

associations, or corporations which are regulated by your agency without the prior approval of your

agency director.

Additionally, you are prohibited from engaging in any outside employment or activity that

requires you to file a registration statement under the federal Foreign Agents Registration Act of 1938,

as amended, 22 U.S.C. § 611, et. seq.

Gifts and Gratuities

You shall not solicit or knowingly accept anything (including money, items of monetary value, any other

benefit, or any promise of the previously mentioned items) given with an understanding or arrangement

it will influence the public service rendered by you or a decision by you or by your agency. As a general

rule, you and your immediate family members may not receive gifts (including food or beverages) which

18 State of Iowa Employee Handbook

are valued at more than $3.00 from any person, lobbyist, or entity doing business with or lobbying your

employing agency. You are prohibited from accepting honoraria or loans from lobbyists. If anyone

attempts to influence you through a gift or gratuity, you must report it to your supervisor immediately.

For further clarification or exceptions, see Iowa Code chapter 68B.

Use of State Property

You must protect government-owned and private property located on agency work sites or other state

premises. Therefore, the following are prohibited: unauthorized entry to state premises; unauthorized

use, abuse, misuse, or waste of property or materials; unauthorized possession or sale of items; and

unlawful operation or use of state vehicles and equipment for other than state business. You must use

the State’s long-distance service and state-owned cellular phones for official state business only. You

must keep local personal calls from state office phones to a minimum. State postage stamps and

metered mail are for official business only. You must not use the State’s internal mail system for the

distribution or receipt of personal mail or packages.

You must check out state equipment through a management representative before removal from the

premises. You may not take equipment off premises for personal use. You may use agency photocopy

machines for personal copies at a charge to be set by the employing agency and with the approval of the

employing agency.

If you are provided an access badge, you may not allow others to utilize the badge to permit entry to

facilities. During all work hours, you should prominently display your badge, or carry it on your person,

except when the card is being used to gain authorized electronic access to buildings, offices, facilities, or

electronic communication equipment. You are responsible for the care and secure use of access badges

provided by your employer and must report, immediately upon discovery, the loss or theft of any issued

badge to management.

You are provided Internet and e-mail services by the State of Iowa to support open communications and

exchange of information, as well as to provide the opportunity for collaborative government-related

work. The State of Iowa encourages your use of electronic communications. Even though you may have

your own password for accessing e-mail, the Internet, and computers issued to you, state computers

and all the information received or transmitted through them is the property of the State. The State

may monitor the use of state equipment and as such, you should not have any expectation of privacy.

As with any resources made available to you, use of Internet and electronic communication services are

revocable privileges. The use of state-provided Internet service must be for state government-related

activities and not for personal business, for-profit activities, commercial advertising, shopping,

entertainment, or other use which interferes with your productivity or reflects poorly upon state

government. The use of state-provided Internet and e-mail in the transmittal, retrieval, or storage of

any obscene material, as defined in Iowa Code section 728.1, will result in discharge.

If you misuse state-provided Internet and e-mail, allow others unauthorized entry to state facilities, or

engage in unauthorized use and/or abuse of state property and equipment, you may be subject to

disciplinary action, up to and including discharge.

Upon termination of employment, whether voluntary or involuntary, you must return all state

equipment to your agency.

19 State of Iowa Employee Handbook

Use of Personal Electronic Devices

Your use of personal electronic devices in the workplace will be governed by your employing agency. If

permitted, your use of personal electronic devices shall not interfere with your work. Limited use of

your personal electronic device is allowable for accessing the Workday system.

Protection from Reprisal

Your employer shall not take reprisal action against you for disclosure of information by you to a

member or employee of the General Assembly, the Office of the Ombudsman, or other political official

or law enforcement agency, or for disclosure of information which you reasonably believe is evidence of

a violation of law or rule, mismanagement, a gross abuse of funds, an abuse of authority, or a

substantial and specific danger to public health or safety.

For information about protection from reprisal, please see Iowa Code section 70A.28.

20 State of Iowa Employee Handbook

Disciplinary Actions and Your Rights

Progressive Disciplinary Actions

If you are covered by the merit system, you may be subject to any of the following progressive

disciplinary actions, when based upon a standard of just cause: written reprimand, disciplinary

suspension, reduction of pay within the same pay grade, disciplinary demotion, discharge, or other

appropriate disciplinary measures. Progressive discipline is a system that uses escalating penalties to

address repeated work rule violations or poor performance by an employee, based on the employee’s

misconduct or failure to meet performance standards.

The purpose of progressive discipline is to correct an employee’s behavior by providing the employee

with defined disciplinary steps that put the employee on notice of the need for improvement, but that

reserves the right to discharge the employee for serious incidents of misconduct or for repeated

misconduct.

Based upon the severity of the misconduct, management may elect to skip steps in the progressive

discipline system, including skipping to disciplinary discharge. Unless specifically set forth within an

agency’s work rules, an employee who has received past discipline is subject to move to the next step of

the disciplinary process regardless of whether the subsequent discipline is based on misconduct that is

like or similar to the past misconduct.

Disciplinary action involving employees covered by a collective bargaining agreement shall also be in

accordance with the provisions, if any, of the applicable agreement. Unless otherwise provided by

statute or an applicable collective bargaining agreement, if you are a non-merit employee, you are not

subject to the just cause standard and may be disciplined or discharged for any reason which is not in

violation of the law.

Disciplinary action, up to and including discharge, may be based upon, but is not limited to, any of the

following reasons: inefficiency, insubordination, less-than-competent job performance, unauthorized

use or abuse of state property, failure to perform assigned duties, inadequacy in the performance of

assigned duties, inattentiveness to duty, dishonesty, theft, improper use of leave, substance abuse,

negligence, conduct which adversely affects your job performance or the agency, conduct unbecoming a

public employee, misconduct, or any other just cause. The provisions of this handbook do not establish

contractual rights or conditions of employment between the State and its employees.

In accordance with Iowa’s Open Records laws (Iowa Code sections 22.7(11)(a)(5) and 22.15), information

in confidential personnel records relating to the fact you resigned in lieu of termination, were

discharged, or were demoted as the result of a disciplinary action and the documented reasons and

rationale for the resignation in lieu of termination, the discharge, or the demotion may become public

records.

Grievance Procedures

You have the right to file grievances. The procedures for filing grievances are outlined in the DAS-HRE

rules or an applicable collective bargaining agreement containing a negotiated grievance procedure.

If you are an employee who is covered by a collective bargaining agreement containing a grievance

procedure and have a grievance alleging a violation of the agreement, you must file the grievance using

21 State of Iowa Employee Handbook

the appropriate forms provided by the union. For grievances alleging a violation of DAS-HRE rules and

for issues not covered by a collective bargaining agreement, both contract-covered and non-contract

employees must follow the procedures set forth in DAS-HRE rules and file a state employee grievance

using the grievance form designated by DAS-HRE, which is available from your agency’s human

resources associate or online at https://das.iowa.gov/sites/default/files/hr/documents/MS_manual/M-

0248_GrievanceForm.docx.

All grievances must state the issue(s) involved, the relief sought, the date of the incident, and any rule(s)

or contract violation(s) involved. If you are covered by the merit system, issues involving disciplinary

suspension, reduction in pay within the same pay grade, disciplinary demotion, or discharge must be

filed as appeals in accordance with the procedures listed in DAS-HRE rules.

Violations of Rules and Policies

Violations of the work rules of your agency or of any of the State of Iowa’s policies may result in

discipline, up to and including discharge.

22 State of Iowa Employee Handbook

Policies

Equal Employment Opportunity, Affirmative Action, and Anti-Discrimination Policy

General Statement of Policy

It is the policy of the executive branch of state government in the State of Iowa to “Provide equal

employment opportunity within state government to all persons.” (Iowa Code chapter 19B.) The

intent of this policy is to ensure that individuals are not denied equal access to state employment

opportunities because of their race, creed, color, religion, sex, national origin, age, physical or

mental disability, sexual orientation, gender identity, pregnancy or pregnancy-related condition,

consistent with applicable state and federal policies and regulations. It is also the policy of the

executive branch of state government in the State of Iowa to apply affirmative action measures to

correct the underutilization of females, minorities, and persons with disabilities in the state

employment system whenever remedial measures are appropriate.

Full Policy

For the full text of the State of Iowa's EEO/AA, and Anti-Discrimination Policy, see Appendix A.

Policy Prohibiting Sexual Harassment

General Statement of Policy

The State of Iowa executive branch is committed to providing a workplace that is free from sexual

harassment. State executive branch employees shall not engage in sexual harassment. Sexual

harassment is a violation of both federal and state statute. Specifically, harassment on the basis of

sex is a violation of Section 703 Title VII of the Civil Rights Act of 1964 (42 U.S.C. Sec. 2000e et seq.)

as amended and Iowa Code section 19B.12 and chapter 216. Sexual harassment based on real or

perceived sexual orientation or gender identity is a violation of Iowa Code chapter 216.

Allegations of sexual harassment will be taken seriously and prompt investigation will occur. It is

the policy of the State of Iowa executive branch to maintain the confidentiality of sexual

harassment complaints and investigations to the greatest extent possible. Complaints and records

relating to complaints are confidential and not subject to disclosure under Iowa’s open records

laws.

Full Policy

For the full text of the Policy Prohibiting Sexual Harassment for Executive Branch Employees, see

Appendix B.

Drug-Free Workplace and Substance Abuse Policies

General Statement of Policy

The State is committed to maintaining a safe work environment free from the use, abuse, and

effects of alcohol, drugs, and controlled substances. The policies set forth expectations and

identify prohibited conduct related to alcohol, drugs, and controlled substances. The policies

discuss drug and alcohol dependencies as treatable illnesses. If you are in need of help, you are

strongly encouraged to take advantage of the State’s Employee Assistance Program.

23 State of Iowa Employee Handbook

Full Policies

For the full text of the State of Iowa's Drug-Free Workplace Policy, see Appendix C.

For the full text of the State of Iowa's Substance Abuse Policy, see Appendix D.

Smoking and Tobacco Use Policy

General Statement of Policy

The purpose of this policy is to establish a smoke-free environment for employees and the public as

they transact business with or receive services from the State. This policy facilitates compliance

with Iowa’s Smokefree Air Act and administrative rules governing the use of tobacco-related

products. The Iowa Smokefree Air Act was enacted in Iowa Code chapter 142D to improve the

health of Iowans by reducing the level of exposure to environmental tobacco smoke.

Administrative rules related to this policy can be found at 641 IAC 153 and 11 IAC 100.3.

The policy identifies prohibited and authorized activities related to smoking and the use of tobacco-

related products. The State recognizes employees may need assistance in stopping the use of

tobacco products. If you are in need of help, you are strongly encouraged to take advantage of the

State’s Employee Assistance Program.

Full Policy

For the full text of the State of Iowa's Smoking and Tobacco Use Policy, see Appendix E.

Social Media Policy

General Statement of Policy

The policy sets forth expectations for both personal and professional use of social networking, social

media, or web-based information sharing/open communication sites. The policy further identifies

prohibited actions related to the use of such sites.

Full Policy

For the full text of the State of Iowa's Social Media Policy, see Appendix F.

Violence-Free Workplace Policy

General Statement of Policy

The State of Iowa is committed to providing a work environment free from threats, intimidation,

harassment, and acts of violence against the public, vendors, clients, customers, and employees.

The State of Iowa further establishes, as its vision, all of its officials and employees will treat each

other and those they serve with courtesy, dignity, and respect.

Full Policy

For the full text of the State of Iowa's Violence-Free Workplace Policy, see Appendix G.

Appendix A: EEO/AA and Anti-Discrimination Policy

State of Iowa

EQUAL OPPORTUNITY, AFFIRMATIVE ACTION,

AND ANTI-DISCRIMINATION POLICY FOR

EXECUTIVE BRANCH EMPLOYEES

NOTIFICATION AND EFFECTIVE DATE

All executive branch employees are required to read this Equal Opportunity, Affirmative Action, and

Anti-Discrimination Policy, and are expected to sign an Acknowledgment indicating that the Policy was

read and fully understood by the employee. This Policy is being issued without revision on July 1, 2023.

I. GENERAL STATEMENT OF POLICY